GUIDE TO LEADING POLIcIEs, PRAcTIcEs & REsOURcEs ...

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From theExecutiveDirectorThe Institute for Veterans and Military Families at Syracuse University (IVMF) is pleased tooffer this “Guide to Leading Policies, Practices & Resources: Supporting the Employment ofVeterans and Military Families.”In light of ongoing and planned reductions in the size of the U.S. military, issues relatedto the employment situation of those who have served in uniform have been a salientpublic policy concern. As a result, politicians and policy-makers have espoused the importantrole that America’s employers can play by supporting private sector initiativesfocused on creating careers for military veterans and their families. These calls to actionhave been warmly received by the employer community. That said, many employershave voiced an ongoing concern related to the shortage of shared and public resourcespositioned to facilitate the implementation of state-of-the-art human resource practicesand processes supporting veteran employment initiatives.This publication represents a response to calls for such a shared resource, and is theresult of the collaborative effort of the IVMF, and more than 30 private sector employers,plus many more whose activities are reflected in the report. These leading firms andorganizations agreed to share with the community of employers lessons learned andinnovations with regard to recruitment, assimilation, retention, and advancement ofveterans in the workforce.It is our hope that this publication serves to empower America’s employers, large andsmall, to adopt a strategic and sustainable approach to the advancement of veterans inthe civilian workforce. We are convinced that by doing so, both America’s veterans andAmerica’s employers will benefit.Respectfully,J. Michael Haynie, Ph.D.Executive Director and FounderInstitute for Veterans and Military FamiliesSyracuse University
AcknowledgementsFirst and foremost, the Institute for Veterans and Military Families would like to thankthe following employers for their participation and support of this effort:AccentureAstraZenecaAT&TBAEBank of AmericaBurton Blatt InstituteCINTAS CorporationCitigroupDeutsche BankErnst & YoungGeneral ElectricGoogleHealth NetHumanaJPMorgan Chase & Co.MerckPepsiCoPLC Global SolutionsPrudentialTriWestU.S. Chamber ofCommerceU.S. Department of LaborU.S. Small BusinessAdministrationWalmartWILL InteractiveIn addition, firms participating in the 100,000 Jobs Mission have also shared practices withthe consortium of employers, and have graciously permitted the IVMF to learn from themand share these practices with the community of employers. Other companies have sharedpublicly with veterans’ organizations, military services, and others, through their veteranspecificwebsites and recruiting efforts, social media, and more. Many of those efforts arereflected in this report.We greatly appreciate the collaboration with, and support provided by, the Centerfor a New American Security (CNAS), with whom we co-hosted the Military VeteranEmployment Leading Practices Summit aboard the USS Intrepid Sea, Air & Space Museumon Nov. 30, 2011. We wish to acknowledge Mirza Tihic, Rosalinda Maury, Jaime WinneAlvarez, Ellie Komanecky, and James Schmeling for their tireless effort conductingresearch for this publication. Finally, a special thanks goes to the staff of the USS Intrepidfor hosting our best practices summit.
Page 1 and 2: GUIDE TO LEADING Policies, PRACTICE
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Page 7 and 8: Part IV 1001In Support of the Emplo
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Page 23 and 24: ment directly, e.g., the Veterans
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Page 39 and 40: In Part II of this publication we h
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Page 43 and 44: ▶Veterans Have Experience/Skillin
Page 45 and 46: those efforts, New York State has m
Page 47 and 48: 3. Employer Challenge: Skills Trans
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Strategies for Tracking Veterans in
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To create a veteran-engaged culture
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tion, as well as encouragement and
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▶ When the veteran is hired, make
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In response to calls from employers
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in the firm, and is physically assi
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personnel to become better educated
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.Additional Leading PracticeExample
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ing, and career coaching and mentor
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In the context of this research and
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2. Leading Practices: Training andP
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VETalent is expanding, and Prudenti
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utilize these shadowing opportuniti
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C. Summarysuch programs to include
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▶ A Transfer Guide: Understanding
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Leading Practices Models:WalmartSca
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An internal network of military vet
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support for injured veterans, manag
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is to serve as a company resource o
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surviving parents, spouses, childre
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Challenges to Implementation andSca
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.▶ Furthermore, Walmart believest
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▶ American Corporate Partners (AC
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5. Teaming and Developing Small Bus
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▶ JPMC’s Supplier Diversity Net
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▶ Expand the presence of diverses
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1. In Support of the Employer: Issu
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TABLE 1:Summary of BLS Employment S
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figure 1:Unemployment Rates by Vete
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table 3:Unemployment Rate of Vetera
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figure 2: Number of Unemployed Vete
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UNEMPLOYME40%30%UNEMPLOFIGURE Afric
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elationships with family, and 44% f
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0%0%0%0%0%0%0%0%0%0%0%0%figure 6:So
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art IVAccess to HealthcareAccess to
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art IVResearchers have found that e
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art IV▶ ADA Disability and Busine
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art IVstudy that examined the preva
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art IV▶ Vision ImpairmentsThe Nat
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ummaryFor the better part of the pa
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AppendicesThe following resources,
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AppendicesAppendix B:Checklist for
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AppendicesAppendix D:Checklist for
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Appendices▶ The Veterans Opportun
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AppendicesPrivate Sector Initiative
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Appendices▶ Ryder System Inc., a
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AppendicesAppendix G:Summary of Sta
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Appendices144 INSTITUtE FOR veteran
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Appendicesof the education and expe
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CitationsPART I1Krier, D., Stockner
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Citations22Rodriguez, E., Lasch, K.
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Citations7Disability Case Study Res
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Citations14Student Veterans of Amer
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Citations43CSX Corporation Inc. (20
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Citations74Merrill Lynch (2008). Su
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Citations11Hall, R.E. (1972). Turno
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Citations38Kulka, R.A., Schlenger,
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700 University Avenue, Suite 303Syr
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